With reference to the above introduction and in commencing the search for evidence that strategic HR Business Partnerships are a reality, lets start with the following two questions: 1.) What is a strategic HRBP and will this definition mean the same thing where ever you travel among corporates and continents? 2.)How would a strategic HRBP know that he/she is totally fulfilling the requirements, both input and output, of what is expected in this role. What would the evidence be? Which metrics / key dials will be relevant? Looking forward to your responses. Kindest regards, Renier Johannesburg, South Africa

"Hello Renier:
Very interesting questions. My personal opinion is:
1. There will be no accepted universal defition (by practitioners) as the non HR partners will want HR to align closely with what they want and HR will require their partners to comply with basic HR principles which they may be reluctant to do - although in principle possibly more than in practice.
2. One validation in reviewing actions and planning by the partners is to determine that all steps of any process, include relevant HR and non HR aspects with equal and appropriate weighting. Satisfaction of the parties may confirm they are strategic partners, but the substance of the partnership will determine whether it meets HR strategic requirements.